Page of. For the purpose of the time limits prescribed in this Article, the work week shall be deemed to be Monday through Friday. If either party's decision given following the conference in Step of the Grievance Procedure is not satisfactory to the other party, such grievance may be submitted to arbitration provided written notice of appeal to arbitration is served within thirty (30) calendar days of the delivery of the decision appealed from. The party giving notice shall also notify the designated Arbitrator. Both parties agree that the following Arbitrators shall be used to arbitrate grievances. Xxxxxxx Xxx Xxxxxxx Xxxxxx Arbitrators shall be designated in numerical order. When an Arbitrator is not available within sixty (60) days or any other time limit mutually agreed to by the parties, he will be by- passed in favour of the next Arbitrator in numerical order. The decision of the Arbitrator shall be final and binding on both parties. The cost of the Arbitrator shall be shared equally by the Company and the Union. The arbitrator shall not have the jurisdiction to alter or change any of the provisions of this Agreement, or to substitute any new provisions in lieu thereof, nor to give any decision inconsistent with the terms and provisions of this Agreement. The arbitrator, however, in respect of a grievance involving a penalty shall be entitled to modify such a penalty. All reasonable arrangements will be made to permit the conferring parties to have access to the plant to view any disputed operations involved in the grievance. Any allegation by either the Union or the Company that the other party has violated or misinterpreted this Agreement may be lodged in writing as a policy grievance, if by the Union to Management and if by the Company to the Chairperson of the Committee. Thereafter the policy grievance shall be dealt with at Step of the Grievance Procedure and failing satisfactory settlement at the conference, the policy grievance may then be appealed to an arbitrator in accordance with the time limits and procedure herein provided for arbitration.
Page of. And Collective Agreement April March
Page of. It is agreed that the Canadian Bill of Rights shall apply to the terms, administration and operation of this Collective Agreement. Harassment in the Workplace The Union and the Company recognize the problem of sexual and racial harassment in the workplace and are committed to ending it. Harassment is not a joke. It is cruel and destructive behaviour against others that can have devastating effects. It is an expression of perceived power and superiority by the over another person, usually for reasons over which the victim has little or no control: sex, race, age, creed, colour, marital status, sexual preference, disability, political or religious affiliation, or place of national origin. Harassment on any of these grounds can be made the basis of a complaint to most provincial and federal human rights commissions. Harassment can be defined as any unwelcome action by any person, in particular by management or a co-worker, whether verbal or physical, on a single or repeated basis, which humiliates, insults or degrades. ''Unwelcome'' or "unwanted" in this context mean any actions which the harasser knows or ought to know are not desired by the victim of the harassment. Sexual harassment is any unwanted attention of sexual nature such as remarks about appearance or personal life, offensive written or visual actions like graffiti or degrading pictures, physical contact of any kind, or sexual demands. Racial harassment is any action, whether verbal or physical that expresses or promotes racial hatred in the workplace such as racial slurs, written or visually offensive actions, jokes or other unwanted comments or acts. The experience of harassment can be overwhelming for the victim. People often react with shock, humiliation and intense anger. Therefore, the victim of harassment may not always feel comfortable going through the normal channels for resolving such a problem. Because of the sensitive, personal natures of harassment complaints, especially racial and sexual harassment, the victim may prefer initially to seek other assistance. This could be any local Union elected person or official, including members of the women's committee, human rights committee and affirmative action committee. This person could assist the harassment victim in bringing the to the attention of the top local Union leadership. The local Union president and the unit chairperson must contact the CAW national representative, and if necessary, they will meet with a senior Company to carry...
Page of. An Employee who is called back to work after completing his shift and leaving the vessel, or who is called out on his regular days off, or when he would not normally expect to work shall receive a minimum of four (4) hours pay at the regular overtime rate. However, if the call-out is within two (2) hours of his regular shift starting time and he continues working into his regular shift, his pay for the call-out shall be two (2) hours at the regular overtime rate. For Employees will be informed of the specific to be performed when called by the Company. An Employee required to work two (2) hours or more beyond his regular shift shall be paid a meal allowance of twelve dollars fifty cents ($12.50). Where an Employee is required to commence his shift two (2) or more hours before his regular starting time, he shall receive the meal allowance. Further, where an Employee works ten (10) hours or more on an eight (8) hours shift or fourteen (14) hours or more on a twelve (12) hour shift, he shall receive the meal allowance. When an Employee on a shift tug is required to work from a regular shift into overtime, a minimum rest period of not less than nine (9) consecutive hours free of the vessel shall be allowed before he returns to work. If, by taking a rest period, he commences work later than the normal starting time of the shift following, he shall receive a normal day's pay for that shift. If an Employee is required to be available for a call to work on his regular day off, he shall be paid four
Page of. Where a Company is remiss in forwarding pension contributions, it shall be responsible for its contributions for the period involved, and any lost interest for any period beyond thirty (30) days. Pension Plan contributions shall be payable as of the first day of employment. An Employee who is laid off or terminated will have pension contributions and deductions made on all basic earnings paid which includes regular paid leave.
Page of. Xxx Xxxxx Xxx Xxxx Regarding the method of paying Employees, the following procedures are agreed: The Company will continue to pay its’ Employees in the current manner, for the duration of the Agreement. When wage increments, provided for in the wage schedule are effected, the employee’s lay day position will be determined by the amount of dollars (plus or minus) in his lay day account divided by his new daily pay rate.
Page of. Article Amend to read: Article Amend to read:
Page of. Agreement July June employee pays the premiums. Seniority does not accumulate during this period of leave. The employee shall notify the Board at least four (4) weeks prior to wishing to return to work. The Board shall endeavour to place the employee in a job consistent with the employee’s qualifications and seniority which does not result in the layoff or demotion of another employee. The Board is under no obligation to reinstate the employee unless a vacancy occurs. Upon the conclusion of this additional leave, an employee shall be considered on layoff and the provisions of Article shall apply. Where the pregnancy is before the employee requests leave, the Board shall, on receipt of a medical certificate, grant the employee leave of up to six (6) weeks during which time the benefits of Article shall apply.
Page of. And Local Collective Agreement April March classification for a probationary period of six (6) months during which the Company can assess the ability of those on the part-time list to carry out all the duties and responsibilities of this sub-classification and the Company may, due to its assessment, disqualify the employee from becoming a regular part-time or Highway Equipment Bus Driver. The Company agrees that will not be made up by coupling day work with night work except when no other work is available to couple together. The Company agrees that in the event that additional work or become available or when a vacancy exists because of deaths or resignations or if runs or shifts are curtailed, a new sign-up will immediately be posted in order that the employees may have ample opportunity to pick the available work, according to seniority. In the normal course of events, a new sign-up shall take place of all available work at least once a year (Terrace, Xxxxxxxx, and school bus drivers refer to section 24.00). Drivers may trade days with no penalty to the Company providing that the Company is notified forty-eight (48) hours in advance. This does not include an entire sheet trade. This clause does not apply to the weekend Terrace transit. Shop employees shall not be used as drivers when other drivers are available. A joint sheet committee will be formed at each location. The committee will be responsible for making recommendations for all sign-up sheets.
Page of. In the event an Employee returns to sea and subsequently returns ashore, he will not be entitled to accumulated seniority for more than the period of his return to sea unless it is for more than one (1) year. Employees going ashore on a temporary basis, less than one year at a time, shall continue to accumulate seniority. The original date the Leave of Absence was granted will be reported on the seniority list annually. In addition, any changes in seniority caused by the Clause will be applied and reported annually. The Company will grant leave of absence to Employees who are elected as Representatives to attend Guild meetings, Guild Conventions, Conventions of Labour Organizations to which the Guild is affiliated or any Convention to which the Guild nominates the Employee as a delegate on its behalf or act as members of any Guild Negotiating Committee. An Employee shall be allowed to continue to receive his rate of pay from his layday account including red days up to a maximum of fourteen (14) days for the purposes of attending such conventions and/or meetings. When an Employee sits on a Guild Negotiating or Trustee Committee dealing with the Company the above fourteen (14) day limit shall not apply. This section shall not interfere with the provisions of Article It is agreed that before the Employee receives the leave of absence as set forth in Sections and above, the Company will be given due notice in writing by the Guild in order to replace the Employee during his absence with a competent substitute. An Employee, when returning from leave of absence, shall be reinstated in no less than the same pay classification the Employee held when granted the leave of absence. Should the Company not have a vessel of his former pay class, he shall receive the rate of pay of the next lower vessel group in which the Company operates a vessel. An Employee shall be entitled to compassionate leave of up to three (3) days to attend to urgent domestic affairs. Leave of more than three (3) days may be taken subject to Company approval, if the circumstances warrant. Employers are entitled to a maximum of four (4) days paid bereavement leave including any layday accumulation for those days immediately following the death of an immediate family member which are defined as:
